Desired diversity and symptomatic anxiety: theorising failed diversity as Lacanian lack

Abstract

This paper conceptualises organisational diversity as constituted by psychoanalytic lack.Empirically, we show how diversity as Lacanian lack is understood as nothing in or of itself, but as an empty signifier with no signified. The lack of diversity becomes a catalyst for desiring particular ideas of diversity that, however, constantly change due to the empty form of diversity. Anxiety manifests itself in the obsession of unobtainable idealised forms of diversity as well as in the uncertainty associated with the traumatic experience of always falling short of what is desired in an object -the experience of failed diversity. Conclusively, we discuss the productive potential of the power of lack. The impossibility of diversity is what, at once, conditions the possibility of diversity. We therefore suggest that the symptomatic anxiety provoked by the lack should be enjoyed in order to engage with new meaningful desires and fantasies of organisational diversity.

Dominant, hidden and forbidden sensemaking: The politics of ideology and emotions in diversity management

“…Recent contributions to the critical diversity literature attempt to explain the rift between mainstream and critical approaches to diversity by demonstrating that while diversity is socially constructed and ever changing and thereby is nothing in and of itself, it nevertheless remains imagined and idealised as something very specific (Christensen and Muhr, 2018). This combination of an empty signifier of diversity and the desired ideal of being a diverse organisation creates space for many contradictions and problems in the management of diversity.…”

Ducks, elephants and sharks: Using LEGO® Serious Play® to surface the ‘hidden curriculum’ of equality, diversity and inclusion

“…(Schwabenland and Tomlinson, 2015: 1913) work demonstrated this complexity when one of their respondents said ‘I’m not actually sure what equality and diversity should look like for our organization [but] I’m aware we are not doing enough in that area’, suggesting that equality and diversity are hard to define (while also being very desirable). Commenting specifically on diversity, Christensen and Muhr (2018) suggest that it may be an empty signifier. It can mean anything – and therefore, nothing.…”

Repoliticizing diversity work? Exploring the performative potentials of norm‐critical activism

“…Having identified the causes and consequences of depoliticization, critical diversity scholars are increasingly turning to the task of repoliticization (Pullen, Vacchani, et al., 2017; Swan & Fox, 2010). Because “the specificities and the politics of the occupational micro‐practices that racialized minorities and white women mobilize, have been less well researched” (Swan & Fox, 2010, p. 568), scholars seek to push critical diversity research beyond critique and toward activist engagement with such specificities (Bell et al., 2019; Christensen & Muhr, 2018; Contu, 2020; Ghorashi & Sabelis, 2013; Ortlieb & Sieben, 2014; Schwabenland & Tomlinson, 2015; Zanoni & Janssens, 2007). Therefore, the performative potential of progressive change that a critical perspective otherwise only expounds may be further enhanced through a turn to activist practices (Akom, 2011; Amrouche et al., 2018; Bleijenbergh, 2018; Ghorashi & Ponzoni, 2014; Staunæs & Søndergaard, 2008; Vachhani & Pullen, 2019).…”